Questions and Answers
What is a Trait?
What is a Factor?
A characteristic required for successful job performance.
What is involved in STEP 1 - Gaining Self-Understanding?
Interviews, discussions, tests, and inventories related to interests, aptitude, achievement, values, and personality.
What do aptitude tests reveal?
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What are the three types of achievement?
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Why are interests important in occupational selection?
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What are two types of values considered for career counseling?
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What are two inventories discussed for assessing personality?
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What are the three aspects of occupational information?
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What is the purpose of Classification Systems in occupational information?
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What should occupational pamphlets contain?
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What is the outcome of integrating information about oneself and the world of work?
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What social values do women face in the job market?
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What have studies shown about women's self-perception in regards to their abilities?
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What was a concern regarding the trait and factor theory?
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Study Notes
Trait and Factor Theory Overview
- Trait: A measurable characteristic of an individual.
- Factor: A characteristic essential for successful job performance.
- Trait and Factor: Assessment of both personal characteristics and job requirements, rooted in Frank Parsons' work from 1909.
Step 1: Gaining Self-Understanding
- Utilizes interviews, discussions, tests, and inventories focused on interests, aptitude, achievement, values, and personality.
Aptitude
- Represents a person's likely future ability to perform tasks.
- Important distinction between aptitude (future ability), achievement (past learning), and present ability.
- Examples: SAT, ACT, Differential Aptitude Test (DAT), General Aptitude Test Battery (GATB), O*NET Ability Profiler, ASVAB.
Achievement
- Encompasses various accomplishments throughout life.
- Three types:
- Academic (grades, honors, test scores).
- Work-related (tasks completed, supervisor ratings).
- Certification or licensure examinations.
Interests
- Vital trait in occupational selection with limited overlap between interests and abilities.
- People may enjoy activities they aren't skilled at, and vice versa.
- Interest inventories: Kuder DD, Strong Interest Inventory (SII); general inventories include Kuder Career Search (KCS) and California Occupational Preference Survey (COPS).
Values
- Considered important yet challenging to measure.
- Two categories of values:
- General values: theoretical, economic, aesthetic, social, political, religious.
- Work-related values: examined through tools like Supers Work Values Inventory-Revised (SWVI), focusing on achievement, independence, security, and more.
Personality
- Assessed using inventories like California Psychological Inventory (CPI) and Sixteen Personality Factor Questionnaire (16 PF).
- Counselors align client profiles with suitable occupational patterns; however, personality assessment is complex due to variable interactions.
Step 2: Obtaining Knowledge About the World of Work
- Occupational information encompasses:
- Job descriptions, working conditions, salaries.
- Classification systems and trait requirements for occupations under consideration.
Types of Occupational Information
- Main resources: Occupational Outlook Handbook, National Career Development Association Guidelines.
Classification Systems
- Organize occupational information for clarity.
- Examples include Holland’s classification and various government systems:
- Dictionary of Occupational Titles (DOT) with a structured 9-digit code detailing job characteristics.
- O*NET: A computer-based system that replaced DOT, focusing on job and worker requirements.
- Enhanced Guide for Occupational Exploration (GOE) as a straightforward classification system.
Trait and Factor Requirements
- Occupational pamphlets provide insights into required aptitudes, achievements, interests, values, and personality traits.
- Evaluates interest in requisite activities and compatibility with job qualifications and requirements.
Step 3: Integrating Self and Occupational Knowledge
- Manuals accompanying inventories indicate job matches based on score patterns.
- Computer systems like SIGI3 and DISCOVER assist in matching interests and abilities with occupations.
- Counselors employ various helping skills to support clients in exploring feelings about career interests efficiently.
Applying Theory to Women
- Social expectations often funnel women toward traditional roles (teaching, nursing).
- Studies indicate women often underestimate their abilities in various skill areas, affecting career aspirations and achievements.
Applying Theory to Culturally Diverse Populations
- Research shows minimal difference in interest structures among various cultural groups.
- College major choices of youth in diverse groups often align closely with their interests.
Counselor Issues
- Emphasis on assessments may lead clients to overly rely on test outcomes for career decisions.
- Counselors should strive to engage in more profound helping techniques, fostering client responsibility in decision-making.
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Description
Explore the key concepts of Trait and Factor Theory in psychology. This quiz will help you understand the definitions and significance of traits and factors as they relate to vocational guidance. Based on the foundational work of Frank Parsons, these flashcards provide essential insights into self-understanding and job performance.
